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For Canadian Residents: By providing your consent below, you are expressly agreeing that we may email you under Canada's Anti-Spam Law. For more information on this law, you may visit the Government of Canada's site.

For European Union Residents: By providing your consent below, you are expressly agreeing that we may email you under European Union General Data Protection Regulation (Regulation (EU) 2016/679). For more information on this regulation, you may visit the European Union's site. Additional details.

Cognitive tools, like those available with IBM’s Watson , use linguistics to make inferences about the personality and social behaviors of a target candidate. Through this predictive analysis, HR managers gain insight about a candidate, and how a candidate compares to other applicants and current employees. The analysis of candidate and talent data offers a wealth of information. General applicant tracking perspective analysis staffing and recruitment talent MORE

Here’s what I like about whitepapers from IBM’s Smarter Workforce Institute: they are short in length and long on data and context. The important takeaway from this analysis is that one channel of recognition communication doesn’t cut it anymore (if it ever did). MORE

This can be a potential analysis or something to look out for in the data. Analysis and statistics in itself is not an end – unless you want to learn how to use it. These need to be combined prior to analysis. IBM HR Analytics Employee Attrition and Performance. MORE

Rotational leadership programs at companies such as Boeing , Intel and IBM build both generalists and well-rounded specialists while creating a bench of talent that can be deployed through the organization. 7) Reinforce Technical Skills A recent SHRM interview with Googles's former head of HR, Laszlo Bock, reinforces that the future of HR is in data and analysis: "There will be HR teams that really dig into analytical questions. MORE

That would have to be IBM/Watson , I was in awe of what they have built out and done with the Watson technology to make life better for both candidates and companies. Not that IBM wouldn’t want you to buy BrassRing – I had a chance to take a quick look at Brass Ring – did you know there is an all-new BrassRing product? MORE

As we all know the process involved for this is called 'Job Analysis' and theoretically the output is 'Job Description' and 'Job Specification'. Due to various benefits and convenience many companies prefer computerized Job Analysis. Following are four Principles of Job Analysis: 1. MORE

In fact, Vice President of Information Management Technical Sales and Big Data at IBM Paul Zikopoulous tells Forward View, “Smaller companies have been analyzing their existing data for years … big data simply takes the analysis to a more advanced level.” MORE

Previously, Stela led the HR Strategy and Social Analytics function at IBM where she built the “future of work” strategy for IBM. One outcome was the sentiment analysis solution which is now used to understand the engagement of IBM’s global and complex workforce. MORE

I found the session by Edward Bryan from IBM on Smart Cities more interesting – and there’s an obvious link here to the Smarter Workforce One of the key themes of the big data week conference is the internet of things. MORE

However, HR analytics can augment a Human Resources Information System by improving the scope and accuracy of HR data analysis and HR decision making. Examples include unsupervised employee clustering, principal component analysis on correlating factors, or ONA or NLP on social media records. MORE

The larger HR Tech firms (Workday, Ultimate Software, Smart Recruiters, Kronos, IBM, Cornerstone On Demand, Ceridian) may examine data across their client base to maximize the utility of Big Data tools. Once a primary analysis of a data set is complete, machine learning can go to work. MORE

We are now able to apply AI to employee data for social sentiment analysis, organization network analysis, skills inference, assessing flight risk, and so on. Diane Gherson. Chief Human Resource Officer. How can HR leaders best make the business case for HR technology investment? MORE

Meanwhile, IBM CEO Ginni Rometty declared earlier this year that AI will change 100% of jobs. Though far from the sentient intelligence of science fiction, many forms of AI—such as speech recognition, imagery analysis, and predictive analytics—are already in use. MORE

This can be a potential analysis or something to look out for in the data. Analysis and statistics in itself is not an end – unless you want to learn how to use it. These need to be combined prior to analysis. IBM HR Analytics Employee Attrition and Performance. MORE

I had referred to 11 IBM Leadership Competencies in my previous posts. Hope this would give us additional insights to understand efforts taken by Mr. Louis Gerstner for the transformation of IBM during his tenure. [ IBM - List of Competencies page 210, Who Says Elephants Can't Dance? MORE

In part 1 of this post I described the typical data and technology oriented approach to HR analytics and then ran out of space sharing my personality analysis from IBM Watson. But we understand the value of strategic analysis so why not do this instead? MORE

For example : Pulse surveys, Continuous Listening, Voice of Employees, using AI, NLP, Social Network Analysis, Sentiment analysis; and linking all the data to financial results. While employees are taking these surveys, we get real-time dashboards with analysis. MORE

When you ask IBM and Microsoft to show what their tools can do, they will play to their individual strengths, and woe be to the one expecting the audience to appreciate clean woodcuts when they really want to see clean nail driving (MS should have known this, and were foolish to participate). Both IBM and Microsoft tout their respective products as first-class social computing solutions. My post yesterday on the E2.0 tutorial was pretty popular. MORE

The larger HR Tech firms (Workday, Ultimate Software, Smart Recruiters, Kronos, IBM, Cornerstone On Demand, Ceridian) may examine data across their client base to maximize the utility of Big Data tools. Once a primary analysis of a data set is complete, machine learning can go to work. MORE

Recently the MIT Sloan Management Review in partnership with the IBM Institute for Business Value released some preliminary results from a project called ' The New Intelligent Enterprise '. Source - MIT/IBM. Source - MIT/IBM. MORE

The players in the segment range from Google and IBM to the RPO industry to other candidate discovery and matching tools. All of the Watchlist profiles appear alongside our full analysis of. Overview. MORE

Specifically, the tutorial I moderated on Monday that featured IBM and Microsoft. For this event, I proposed a tutorial that would allow attendees to learn more about the social computing platforms from IBM and Microsoft from a user adoption perspective rather than a "plumbing" or infrastructure viewpoint. I worked with IBM and Microsoft in the months preceding the event. For example: IBM blog then Microsoft blog; IBM wiki then Microsoft wiki. MORE

Does IBM deserve to be an expert in the world of HR? When you think of IBM today, you probably think of Watson, the supercomputer that resides at the intersection of processing power and artificial intelligence. I'm just not sure that IBM deserves to be the expert in HR. . MORE

According to IBM -. T he IBM Watson Personality Insights service uses linguistic analytics to infer cognitive and social characteristics, including Big Five, Values, and Needs, from communications that the user makes available, such as email, text messages, tweets, forum posts, and more. MORE

ONA or organizational network analysis, a proven tool for people analytics for nearly 30 years, is experiencing a genuine growth spurt from technology and new business requirements. Most of us are more familiar with the allied category of SNA or social network analysis. MORE

This Human Resource Executive Online article illustrates how successful HR leaders from Electronic Arts, BAE Systems, and IBM do more than just collect and report data – they put that data to work. Tip #4 (use varied sources of information to make the analysis richer) is particularly salient. MORE

The city of Minneapolis took a deep dive into the world of data with the launch of its Intelligent Operations Platform (IOP), an integrated data analysis platform developed in partnership with IBM. MORE

My friends at Globoforce and the IBM Smarter Workforce Institute have published a new white paper: The Employee Experience Index. Together, Globoforce and IBM have created the Employee Experience Index that should give all those legacy engagement survey data analyses a run for their money. MORE

An IBM global survey of over 1700 global CEO’s found that 71% identified human capital as a key source of competitive advantage, yet a global study by TATA showed only 5% of big data investments were in human resources. A too-narrow analysis can miss the pivotal decisions. MORE

IBM will be prominent among crowd. Its workforce analytics solution provides access to HR data, benchmarks, and analysis capabilities. The HCM technology market is hot. Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. What’s driving the purchase of HCM systems? MORE

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Does IBM deserve to be an expert in the world of HR? When you think of IBM today, you probably think of Watson, the supercomputer that resides at the intersection of processing power and artificial intelligence. I'm just not sure that IBM deserves to be the expert in HR. .

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I had referred to 11 IBM Leadership Competencies in my previous posts. Hope this would give us additional insights to understand efforts taken by Mr. Louis Gerstner for the transformation of IBM during his tenure. [ IBM - List of Competencies page 210, Who Says Elephants Can't Dance?

Here’s what I like about whitepapers from IBM’s Smarter Workforce Institute: they are short in length and long on data and context. The important takeaway from this analysis is that one channel of recognition communication doesn’t cut it anymore (if it ever did).

When you ask IBM and Microsoft to show what their tools can do, they will play to their individual strengths, and woe be to the one expecting the audience to appreciate clean woodcuts when they really want to see clean nail driving (MS should have known this, and were foolish to participate). Both IBM and Microsoft tout their respective products as first-class social computing solutions. My post yesterday on the E2.0 tutorial was pretty popular.

My friends at Globoforce and the IBM Smarter Workforce Institute have published a new white paper: The Employee Experience Index. Together, Globoforce and IBM have created the Employee Experience Index that should give all those legacy engagement survey data analyses a run for their money.

Cognitive tools, like those available with IBM’s Watson , use linguistics to make inferences about the personality and social behaviors of a target candidate. Through this predictive analysis, HR managers gain insight about a candidate, and how a candidate compares to other applicants and current employees. The analysis of candidate and talent data offers a wealth of information. General applicant tracking perspective analysis staffing and recruitment talent

Specifically, the tutorial I moderated on Monday that featured IBM and Microsoft. For this event, I proposed a tutorial that would allow attendees to learn more about the social computing platforms from IBM and Microsoft from a user adoption perspective rather than a "plumbing" or infrastructure viewpoint. I worked with IBM and Microsoft in the months preceding the event. For example: IBM blog then Microsoft blog; IBM wiki then Microsoft wiki.

Meanwhile, IBM CEO Ginni Rometty declared earlier this year that AI will change 100% of jobs. Though far from the sentient intelligence of science fiction, many forms of AI—such as speech recognition, imagery analysis, and predictive analytics—are already in use.

As we all know the process involved for this is called 'Job Analysis' and theoretically the output is 'Job Description' and 'Job Specification'. Due to various benefits and convenience many companies prefer computerized Job Analysis. Following are four Principles of Job Analysis: 1.

In fact, Vice President of Information Management Technical Sales and Big Data at IBM Paul Zikopoulous tells Forward View, “Smaller companies have been analyzing their existing data for years … big data simply takes the analysis to a more advanced level.”

According to IBM -. T he IBM Watson Personality Insights service uses linguistic analytics to infer cognitive and social characteristics, including Big Five, Values, and Needs, from communications that the user makes available, such as email, text messages, tweets, forum posts, and more.

That would have to be IBM/Watson , I was in awe of what they have built out and done with the Watson technology to make life better for both candidates and companies. Not that IBM wouldn’t want you to buy BrassRing – I had a chance to take a quick look at Brass Ring – did you know there is an all-new BrassRing product?

IBM will be prominent among crowd. Its workforce analytics solution provides access to HR data, benchmarks, and analysis capabilities. The HCM technology market is hot. Our 2014 research shows that 20 percent of HCM software buyers will replace their current standalone talent applications with an integrated talent management suite over the next 12 to 18 months. What’s driving the purchase of HCM systems?

This can be a potential analysis or something to look out for in the data. Analysis and statistics in itself is not an end – unless you want to learn how to use it. These need to be combined prior to analysis. IBM HR Analytics Employee Attrition and Performance.

Previously, Stela led the HR Strategy and Social Analytics function at IBM where she built the “future of work” strategy for IBM. One outcome was the sentiment analysis solution which is now used to understand the engagement of IBM’s global and complex workforce.

This can be a potential analysis or something to look out for in the data. Analysis and statistics in itself is not an end – unless you want to learn how to use it. These need to be combined prior to analysis. IBM HR Analytics Employee Attrition and Performance.

I found the session by Edward Bryan from IBM on Smart Cities more interesting – and there’s an obvious link here to the Smarter Workforce One of the key themes of the big data week conference is the internet of things.

However, HR analytics can augment a Human Resources Information System by improving the scope and accuracy of HR data analysis and HR decision making. Examples include unsupervised employee clustering, principal component analysis on correlating factors, or ONA or NLP on social media records.

The larger HR Tech firms (Workday, Ultimate Software, Smart Recruiters, Kronos, IBM, Cornerstone On Demand, Ceridian) may examine data across their client base to maximize the utility of Big Data tools. Once a primary analysis of a data set is complete, machine learning can go to work.

Recently the MIT Sloan Management Review in partnership with the IBM Institute for Business Value released some preliminary results from a project called ' The New Intelligent Enterprise '. Source - MIT/IBM. Source - MIT/IBM.

ONA or organizational network analysis, a proven tool for people analytics for nearly 30 years, is experiencing a genuine growth spurt from technology and new business requirements. Most of us are more familiar with the allied category of SNA or social network analysis.

Rotational leadership programs at companies such as Boeing , Intel and IBM build both generalists and well-rounded specialists while creating a bench of talent that can be deployed through the organization. 7) Reinforce Technical Skills A recent SHRM interview with Googles's former head of HR, Laszlo Bock, reinforces that the future of HR is in data and analysis: "There will be HR teams that really dig into analytical questions.

The larger HR Tech firms (Workday, Ultimate Software, Smart Recruiters, Kronos, IBM, Cornerstone On Demand, Ceridian) may examine data across their client base to maximize the utility of Big Data tools. Once a primary analysis of a data set is complete, machine learning can go to work.

In part 1 of this post I described the typical data and technology oriented approach to HR analytics and then ran out of space sharing my personality analysis from IBM Watson. But we understand the value of strategic analysis so why not do this instead?

For example : Pulse surveys, Continuous Listening, Voice of Employees, using AI, NLP, Social Network Analysis, Sentiment analysis; and linking all the data to financial results. While employees are taking these surveys, we get real-time dashboards with analysis.

An IBM global survey of over 1700 global CEO’s found that 71% identified human capital as a key source of competitive advantage, yet a global study by TATA showed only 5% of big data investments were in human resources. A too-narrow analysis can miss the pivotal decisions.

We are now able to apply AI to employee data for social sentiment analysis, organization network analysis, skills inference, assessing flight risk, and so on. Diane Gherson. Chief Human Resource Officer. How can HR leaders best make the business case for HR technology investment?

This Human Resource Executive Online article illustrates how successful HR leaders from Electronic Arts, BAE Systems, and IBM do more than just collect and report data – they put that data to work. Tip #4 (use varied sources of information to make the analysis richer) is particularly salient.